that it went directly to their bottom line, you see? d then they started, then yo have the, yves probably knows more about this than i do, these compensation committees that the corporate executives hire to design their compensation. and they all tell the boards, "oh, you have to pay this guy 500 times what the average worker's being paid or he might leave. and that we can't allow that possibility." >> oh, it's marvelous, yes. no company wants to have their ceo be in the top -- in the bottom 50% of whatever the consultant defines the relevant universe as. so you create this perpetually ratcheting system, right? because the consultant will do the study that somehow finds that their ceo's in the bottom half. so his pay gets moved up, which moves the average up. and bumps somebody else into the bottom half. and then oh my god, his pay has to be moved up. so independent of corporate profits increasing, just the mechanism of the way they do these studies, keeps everybody leapfrogging -- >> of course, we've had a oblem with the corporate boards that berle and means, you know, identified back in the 1